Pros
It wasn't difficult to make money in sales, as long as you were a part of a team that had a reasonable quota and sold a service that was beneficial to the customer. The overtime payout and the commission plan were very reasonable. The benefits were great - health, life, dental, ESPP, (minus the 401K plan - I recommend a secondary retirement plan, do not rely on this program).

Cons
Upper management would cause mass confusion and there was never a clear message of what was expected of anyone, ever. Upper Management could never answer tactical questions about the day to day operations of the business, particularly sales related questions questions involving products, services, pricing, legal questions, customer service, etc. They would consistently refer you elsewhere for the answers. It was very difficult to find the correct answer, which often meant the customer doesn't receive the correct answer. The overall business model of Stericycle from both an employee perspective and a customer perspective is as follows - create mass confusion and send conflicting (often misleading messages), provide little to no assistance, deflect questions and fail to provide accurate answers, pass the blame along to the next person and create a scapegoat to take the fall when it all hits the fan.

Advice to Senior Management
Find new people to run the show. It's really the only way to fix anything at this point given the insanely high turnover rate. Also, employee trust in the current regime is very poor and may not be salvageable. The level of distrust has now extended to a large number of customers who aren't happy with Stericycle either (lies, misleading messages, price gauging, etc). It's a cancer that needs to be eradicated. They don't seem to want to fix any problems.

Pros
Upper management consistently made progressive moves to remain the leader in the medical & hazardous waste industry. Stericycle's decision to start a hazardous waste business to intergrete into their medical waste business was a very intelligent move.

Cons
The health benefits were surprising only average , given that Stericycle was probably the largest medical & hazardous waste vendor to the health industry ?

Cons
Working in the I/t office, the vision and directoon of some of the directors on certain teams is questionable. Directors and other upper level. Management have a severe disconnect with lower ranksm Again some teams are great, others make you shake your head. New culture initiative is hokie and esp non-applicable to certain offices and counter intuitive when bonuses and previous culture endeavors like club days are canceled.

Advice to Senior Management
Listen to teams especially when they all share the same opinion.

Pros
Ultimately, skills that I received from the job were OK. Basically learned how to fill out a haz waste manifest. Also gained some practical skills involving field chemistry/chemical identification for lab packs. Pay was modest.

Cons
Had to bulk chemicals, so if you're not comfortable smelling solvents all day and/or wearing a full face, probably not a great idea. Also, had to dispose of biological waste such as tissue samples from hospitals and medical waste including empty medicine vials and various other odds and ends... (can be dangerous).

Pros
The people were great! I loved the comrodery from my coworkers and competitive fun vibes from a rep level. Great benefits and great people.

Cons
No accountability from upper management. There was never an explanation as to how quotas were set or why they drastically changed month to month team to team. There were many different teams all said to sell specific services that Stericyle could offer. However, this was not the case at all and some teams were able to sell everything and other teams were not. This caused a huge discrepancy on quota achievement. Those teams that had the ability to sell different services had a higher chance to achieve quota than someone on a team who was only allowed to sell one specific service.
The metrics assigned to the entire sales floor were also unattainable depending on what team you were put on. Some teams had all agreements automatically generated from the CRM used and other teams had most of the agreements they used from a "fill in the blank" word document. This once again caused metric goals to be unattainable since the amount of administration work was so high. When managers and upper management were asked how these metrics were decided on they had no answer. The historical data from the teams can show what teams are able to attain the metrics and teams should have different metrics based on services they were allowed to sell and amount of manual agreements they had to work with day to day.
At the end of my years at Stericycle I realized how much they had taken away from their sales reps instead of how much they have been giving back. Sales reps at any other company are viewed as the main drivers in success of the company. The compensation plan is capped and the contests they did were less and less.

Advice to Senior Management
Upper management would benefit from actually answering more questions honestly to cause some trust with the employees. Having some answers to the "hard" questions would truly help the culture and morale of the employees. They would feel valued and understand where the company is headed and why decisions were made as such.